Fortune 100 manufacturer unifies decentralized hiring process, optimizes WOTC performance
Leveraging our extensive set of ATS integrations, we transformed this client’s WOTC process to make it easier on candidates and internal operations, boosting participation and performance.
WOTC surveys delivered annually
As the worldwide industry leader in their business, this 100,000+ employee enterprise always led the way. When it came to WOTC, however, they were well behind. Plagued with disruption to the talent acquisition process, inefficient follow up procedures and substandard overall performance, the client needed a better solution. After issuing an RFP and inviting us to the process, the client found the ideal scenario; a two-step process that bridged their move to Workday Recruiting with an interim process that went live in 30 days using their internally-managed ATS. Our best-in-class Workday implementation coincided with their cutover 90 days later.
- Our focus on the client experience meant that our professional implementation team drove the process. Coordinating input from talent acquisition, tax, legal, payroll, HR and operations, our team kept everyone in the loop and on schedule.
- Always finding a way to say yes, we successfully built two processes with a seamless cutover plan to the Workday Recruiting integration according to its “go-live” plan. In addition, we built to the client’s existing data file specs to prevent extra work and avoid the delays involved in building a new format.
- With our proprietary daily implementation monitoring process and use of second-level KPI’s, we ensured the program was operating at the highest levels out of the gate.
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